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I spent most of my time documenting complex systems that included software,
hardware, and manufacturing processes. While a "formal" degree was not a
requirement, depending on the industry, a basic understanding of
electronics, robotics, digital/FM communication theory, and programming
(imbedded systems, process control, and networking) were required. Because
of this, most of my staff either worked previously as engineers or had an
engineering degree in addition to formal writing courses.

It will probably happen in software before it happens anywhere else. We
hired at least one developer straight out of high school, without even a
single college course. (He had already founded his own software company on
the side while he was in high school.) And we've had other developers who
have non-CS degrees (like music).

> This article is somewhat related to the current discussion about
> testing technical writer candidates.
>
>https://hbr.org/2014/01/the-degree-is-doomed/
>
> As we know, the practice of some HR departments is to do straight
> filtering based on particular educational criteria. As many tech
> writers have varied educational backgrounds, this can be a significant
> problem when the educational requirements are narrowly defined. I'm
> not sure how quickly this suggested change to skills and aptitude
> testing, as described in the article, is going to occur.
>
> The article is worth reading for information about various
> quantitative techniques for evaluating candidates, although it is not,
> of course, specifically focused towards technical writers. But it may give
some ideas.
>
> I also think it would be useful to think about how a prospective (or
> current) technical writer could build a basket of measurable skills
> that would establish competence. And although it might seem difficult
> to measure how a candidate would interact with SMEs, for example, I
> suspect there are ways to do that too.
>
>
> Lois
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